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 Qualifications and Requirements 


You use the Qualifications and Requirements component to define, structure, and manage your qualifications catalog. On the basis of this qualifications catalog, the organizational structure (and, if required, other information) you can create profiles. You can then use these profiles to manage, evaluate and compare object characteristics. The profiles can be used to show both the requirements of a position and the qualifications and career goals (preferences) of a person. You can also run profile matchups to find out how suitable certain persons are for a certain position in your organization, for example. If any qualification deficits arise, you can plan further training measures.


Integration with the

Career and Succession Planning component gives you the following functionality:
  • You can use qualifications and requirements for career and succession planning.
  • You can simulate succession planning scenarios for planning objects to gauge any knock-on effects in advance.
  • You can designate persons for positions, or transfer them directly to positions

Integration with the

Development Plans component gives you the following functionality:
  • The qualifications attained through a development plan can be specified in detail.
  • Suitable development plans for eliminating qualification deficits are proposed automatically.

See also the recommendations contained in the Integration section of

Personnel Development.

Integration with the

Appraisal Systems component means that you can use qualifications as appraisal elements.



The Qualifications and Requirements component provides you with the following functionality:

  • You can store the most useful qualifications for your company in a qualifications catalog, and group them together into user-defined qualification groups. These qualification groups provide a means of classifying qualifications and keeping similar qualifications together.


Qualifications Catalog.
  • You can also define the proficiency scales you require. It is up to you to decide how many entries each scale has and what the proficiency text should be. For further information, refer to the Implementation Guide (IMG) for Personnel Development (step:
Edit Scales).
  • You can use the following subprofiles to store information on objects:
  • Requirements
  • Potentials
  • Preferences
  • Dislikes

    These subprofiles are all defined in the standard system. In other sections of this documentation, you will find out which subprofiles you can create for which object types.

    For further information on profiles and subprofiles, refer to the section entitled

    Profiles and to the IMG for Personnel Development (step: Define Profile View).
    • You can perform the following evaluations:

    This allows you to compare the requirements and qualifications of objects against each other and thus establish whether objects are suitable (for example, persons for positions) or whether qualification deficits exist.

    This allows you to display the qualifications catalog.

    You can display as many profiles as you please.

    This allows you to search for persons, etc., who hold the qualifications specified, and who are available.

    This allows you choose from other reporting options, including some at the organizational unit level.

    • You can restrict your personnel development planning scenario to one organizational unit. From the structural display for this organizational unit, you can access all relevant functions in Personnel Development. See Planning for an Organizational Unit.